Chapters 1-5 Flashcards
An integrated set of systems, practices, and policies in an organization that focuses on thề effective deployment and development of its employees
HRM
A strategic approach to decreasing the number of employees in a company
Downsizing
Hiring an external personal(or a company) to do work that had previously been done by an internal employee.
Outsourcing
Conducting work activities away from the office through the use of technology.
Telecommuting
A process used to translate customer needs into a set of optimal tasks performed in concert with one another
Six sigma
The value that employees provide to an org through their knowledge skills and abilities that may not show up on a company’s balance sheet but have tremendous impact on an organization’s performance
Human capital
What is necessary for orgs to be diff from their competition and provide ongoing value to their customers
Core competencies
Practices that you can make in order to keep the employees engage:
Communicating with them at all times
Helping them to work better
Allowing them to work powerfully
Providing strong leadership
Providing the employee a personal and professional development
Ensuring recognition and rewards are appropriate
Development and implementation of HRM systems, practices, and policies that enable the human capital(employees) to achieve the business objectives.
HRM Strategy
Cover basic employment conditions labour relations and health and safety in federal
Canada Labour code
Info and rights of employees regarding personal info
PIPEDA personal info protection and electronic documents act
The excludion of members of certain groups through the app of employment policies or practices based ớn criteria that are not job-related
Systemic discrimination
Job qualifications that may be discriminatory due to business or safety reasons
BFOQ Bona Fide Occupation’s Qualifications
Requirement thát employers adjust employment practices to avoid discrimination
Duty to accomodate
Any conduct or comment that a reasonable person would consider objectionable or unwelcome
Harassment
Human rights commission dispute resolution process
Complaint received
Screening and investigation
Employer notified
Mediation
Tribunal hearing
This type of legislation are items such ss hours of work, min wages, overtime pay, vacation pay, public holidays, and who is covered by legislation
Employment standard legislatiob
Governs processes and procedures between trade unions and employersz
Labour relations code
Governs employer responsibility for healthy and safe workplace
Occupational health and safety act
A distinct canadian process for achieving equality in all aspects of employment.
Employment Equity
Women members of visible minoritiee, indigenous peoples, and persons with disabilities who have been disadvantaged in employment
Designated grps
Putting the concept of diversity into action
Inclusion
The combination of organizational policies and practices that supports and encourages employee differences in order to reach business objectives.
Diversity
Things that matter to us that motivate our behavior
Ethics
Collective understanding of beliefs and values that guide how employees act and behave
Organizational culture
Any cut, fracture, sprain, or amputation resulting from a workplace accident
Occupational injury
Abnormal condition or disorder resulting from exposure to envtl factors in the workplace(acute and chronic illnesses)
Occupational illness
A disease resulting from exposure relating to a particular process, trade, or occupation in industry. With regard to parts of the body affected by accidents, injuried to the back occur most frequently, followed by leg, arm and finger injuires.
Occupational disease
What are the hr functions/practices?
Changes happening around the organzation which we need to consider
Business topics
Changes in firm
Demographics
Sustainability
Human capital
Technology and quality
Global economy
Purpose of manager
Making hiring decision
Coaching and developing employees
Reviewing employee performance
Keylink bet the employees and the organization
Manager
This legislation includes canada post banks insurance communication companies railway companies airlines
Federal legislation
Covers thẻ discrimination and harassment
Canadian human right act
Administer the canada labour code
Canada industrial relations board
Canadian human rights act is administerd by…
Canadian human rights commission
It involves the basic employment conditions, labour relations, and health and safety in the federal sector
Canada labour code
3 main sources of people to hire to work in intl operations.
Expatriates
Host country nationals
Third country nationals
Employees from ân organization’s home country who move to the intl country where the org does business
Expatriates
Employees who are natives of the country where an organization conducts intl business
Host country nationals
Employees who are natives of a country other than the home country of the org or the country in which the intl business is being conducted.
Thirdcountry nationals
The key role of manager
Effectively lead the people
Manager uses the info on the job description as a basis for indentifying the work envt conditions and the physical and mental capability required to perform the job to ensure it is performed safely.
Health and safety
Type of organization that is responsible for the enforcement of federal and or provincial hunan rights laws
Human rights tribunals or commisions
Moving local or regional business into the global marketplace.
Globalization
A person who is ahired by contract to perform a specific job and is not considered part of the employees base.
Independent contractor
Refers to using comm tech and info to bully someone
Cyberbullying
It balances the needs of the employees and the requirements of the company
Six sigma
Aboriginal or indigenous peoples overall aged 25-64 had a bachelor’s degree or higher
10.9
Canadians aged 25-64 had either college or univ qualifications
54
College diploma
23%
With a univ degree that are employed
80%
Family friendly
Daycare
Parental leave
Spousal involvement in career plan
Assitance with fam problems
Job sharing
Teleworking
Executive transfers
Flex work hours
2 main types of corporate strategies
Restructuring
Growth
The basis of which strategy is formed by the question how should we compete
Business strategy
The basis of which strategy is formed by the question what business should we be in
Corporate strategy
Cornerstone of contemporary employment legislation
Canadian charter of rights and freedoms
Guarantees certain rights and freedoms in pur society. Have an opportunity equal with other indis to make for themselves the lives that they are able and wish
Canadian charter of rights and freedoms
A legislation that includes penalties for psychological harassment
Health and safety legislation
Cad economy is affected by intl competition
70-80%
Percentage of women represented in the public sector
63%
Percebtageof the labour force will be foreign born by 2034
34%
What human rights legal concept is displayed when an employer’s workforce is representative of a single group in society and the conpany receuits by only posting job vacancies within the company
Systemic discrimination
Accommodating employees within reasonable financial expenditures
Undue hardship
Term refers to an organization’s programs that offer relaxation techniques and fitness facilities
Wellness programs
Program to provide short-term counseling and referrals to appropriate professionals
Employee assistance programs
Name of the info system for labelling hazardous substances
Workplace hazardous materials information systems whmis
Documents supplied by the supplier containing detailed info regarding hazardous material
Safety data sheets
Who sets the tone for safe and healthy work practices
Ceo and other senior leaders
Giving preference to members of certificate grps such that others feel they are the subjects of discrimination
Reverse discrimination
Involves the identification and removal of systemic barriers to employment opportunities that adversely affect designated grps.
Employment equity act
The practice of equal pay for work of equal value
Pay equity
Process to ensure that an org has people available eho have the right competencies and that these people are being effectively utilized in the right capacities in order for the company to achieve its desired objectives
Human Resource planning
Legal term referes to targeted staffing and training to redress past discrimination relating to employment and employment practices.
Employment equity
Process of setting overall org objectives and developing plans to achieve them.
Strategic planning
Qualitative approach Asking managers for their predictions regarding the future demand for employees
Mgt. forecasts
Quantitative approach using numerical data to look for patterns in order to predict future demand for employees
Trend analysis
Describes how employees typically move into within and out of the org.
Markov analysis
Graphs displaying the jobs in an org and showing the no of people currently in these jobs. Anticipated demand for the no. Of people to fill each job
Staffing tables
Information about the education experiences skills etc of employees
Skill inventory
Natural departure of employees through people quitting retiring or dying
Attrition
Occurs when an organization’s demand for employees is less than the number of employees currently employed
Oversupply of labour
Oversupply
Leave of absence without pay
Attrition
Reduce work hours
Job sharing
Shortage of labour
Part time
Use of overtime
Retention strategies
Independent contractor
The process of locating and encouraging people to apply for job.
Recruitment
An organization’s reputation as an employer
Employment branding
Info tech has made it possible for organizations to create databases that contain the complete records and qualifications of each employee
Hrm systems
The process of identifying developing and tracking key employees fo future promotions or transfers
Area from which the applicants are recruited
Labour market
Amount of commitment and dedication an employee has toward the job and the org
Employee engagement
External recruiting sources can provide employers with high quality candidates
Employee referrals
A continuous process of choosing from the pool of applicants and hiring indis who are the best able to fulfill the requirements of the job
Selection
Selection tool providing comparable data over time
Reliability
How well selection procedure measures what it is intended to measure
Validity
Question about what a person actually did in a given situation. Real work incidents not hypothetical situations
Behavioral description interview question
BDI
Question in which an applicant is given a hypothetical incident and asked how he or shewould respond to it.
Situational question
Evaluate brain-based skills such as memory, problem solving and numerical ability.
Cognitive ability test
Measure personal characteristics such as openness. This type pf awareness can be useful when assessing candidates for managerial roles
Personality and interest inventories
Term refers to the physiological mental and emotional tension caused in response to a demanding environment. M
Stress
Type of employment test meadures ei particularly for leadership roles
Emotional intelligence
Type of employment test that evaluate a person’s physical abilities due to the requirements of the job
Physical ability tests.
Require the applicant to perform tasks that are part of the work required on the job.
Job sample test
Percentage pf applicants who proceed to the next stage of the selection process
Yield ratio
Proportion of applicants for 1 or more positions who are hired/ the no of hired employees to the no. Of applicants
Selection ratios
No. Of applicants from each source and no of qualified applicants from each source
Source analysis
Expenses incurred per successful hiring decision
Cost per hire
Lapsed time from when the job is advertised to when the selected person begins working for the organization
Time to hire
A grp of rekated acts and duties
Job
Position
Specific duties and responsibilities performed by only one emmployee
Task or activities that need to be completed
Work
The part played by an employee within an org. And the associated expected behaviors
Role
Subjective opinions about the ideal reqts of the job.
Job design
The employee hired to do a job
Job incumbent
Process of obtaining info about jobs by determininng duties, acts, knowledge, skilss associated with the jobs.
Job analysis
Objective and verifiable information info about the reqts of a job .
Job analysis
Written doc listing the types of duties responsibilities and the skills(job description) needed to successfully perform the work
Job description
Uses of info from job analysis
Recruitment
Selection
Performance mgt
Training and devt
Health and safety
Compensation
Managers have a clear virw of how jobs should be restructed to meet future organizational reqts.
Future oriented
Emphasis is put on characteristics or behaviors of successful performers rather than on standard job duties and tasks
Competency based approach
Updated as the nature of the work changes
Living job
Process of defining and organizing tasks roles and other processes to achieve employee goals and organizational effectiveness
Job design
Strategy in which people move from one job to another to learn new tasks
Job rotation
Strategy in which a person’s job expands in the type sof tasks he or she is expected to perform
Job enlargement
Strategy in ehich a person’s job tasks on higher order responsibilities
Job enrichment
Person chooses how to complete work in a way that is most engaging and stimulating
Job crafting
A leader takes on multiple responsibilities and activities rather than 1 well defined functional or leadership role
Leadership teams
An approach to job design that recognizes the link between motivational factors and components of the job to achieve improved work performance and job satisfaction
Job characteristics model
Variety of different activities which require a number of different skills and talents
Skill variety
Completion of whole and identifiable piece of work that is doing a job from beginning to end with a concrete outcome
Task identity
The impact on the lives or work of the other people whether in the immediate org or in the external envt
Task significance
Amount of independence freedom and discretion
Autonomy
Comments and clear info founded based upon output and accomplishments
Feedback
Underline the adage that the contributions of 2 or more employees are greater than the sum of their indi effort
Enhancing synergy
